Updraft Assessment

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What is Updraft?

Updraft refers to the aerodynamic lift that is generated by geese, pelicans, ducks and other larger birds that fly in a v-formation. It enables them to fly further and faster without expending additional energy.

What does Updraft have to do with leadership?

In today's competitive environment, it's all about flying further and faster. Within the v-formation, each bird both creates and utilizes the power of updraft to benefit not only his or her performance, but the progress of the entire flock. How well do you and your organization create the updraft that inspires, encourages and results in superior performance?

Find out by taking the Updraft Assessment.

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Name *

Email *

Company (if applicable)

Your results will be sent to the email you give us.

The Assessment

1) Are you keeping yourself up-to-date and furthering your abilities as a leader? *

I'm currently working on a specific self-development activity.

I completed a self-development activity within the last 9 months.

It's been more than 9 months.

2) Are you pleased with the progress that your organization is making? *

Yes, very pleased.

Seeing some progress.

Not at all that pleased.

3) Employees sometimes have an "it's not my job" attitude. *

Far too often.

Sometimes.

Never happens.

4) Without your title, would you garner the same level of respect? *

Absolutely.

Probably not.

Honestly, no.

5) The organization relies on a set of clear, powerful values that guide decisions and behavior. *

Absolutely.

We have them but don't really use them.

A set of what?

6) Most of your day takes place outside the office or in meetings with executives. *

It usually works out that way.

Probably half of my day takes place outside the office or in meetings.

No, I make is a point to spend time inside my organization.

7) You have absolute clarity about your role as leader of the organization. *

My role and priorities are clear.

I've thought about them but haven't formalized anything.

I tend to go where the organization needs me. I'm more reactive than proactive.

8) The organization enjoys a steady stream of ideas and improvements that employees develop and implement on their own initiative.*

Absolutely.

We get some ideas but not nearly enough.

Not even close - it's like pulling teeth.

9) Your personal values are written down and provide guidance on a daily basis.*

Absolutely.

I've thought about them but haven't formalized anything.

My what?

10) The organization has an inspiring purpose (i.e., a mission) beyond making money.*

Yes, it is crucial to engagement, decision-making, recruiting, etc.

We have a mission but it doesn't impact daily activities.

We don't have one.

11) We are confident that we have the right people in the right positions.*

At least 80% in the right positions.

At least 50% in the right positions.

Less than 50% in the right positions.

12) The leadership team meets frequently, on a predetermined schedule.*

Absolutely.

The team meets infrequently, but on a schedule.

We have no schedule; we meet on an ad hoc basis.

13) Leadership requires a well-organized hierarchy with strong, top-down controls.*

Absolutely

To some extent.

That's not how I see it..

14) Are your organizational values discussed during the hiring process?*

Extensively - we strive for people whose personal values reflect and align with those of the organization.

They aren't discussed in-depth but we usually show candidates our list.

The subject doesn't typically come up during the hiring process.

15) The leadership team functions as an energized, cohesive, productive team.*

Absolutely it's a great team to work with.

It's an amicable group but isn't highly focused or productive.

Trust levels aren't high; the team is divided.

16) How much of the organization's current situation do you feel is the result of your own behaviors, actions and decisions?*

More than 85%.

There are other variables - between 55% and 85%.

There are a lot of other variables - less than 55%.

17) Leadership communicates with the organization predominantly through webinars, presentations and quarterly-type updates.*

Yes, these make up more than 75% of our communications.

These make up between 50 - 75% of our communications.

We use these less than 50% of the time, preferring to rely on more interactive approaches.

18) The entire organization is currently focused on achieving a large, long-term goal (i.e., a vision).*

We have one that everybody is focused on achieving.

No vision but we’re working on some clearly-defined departmental/divisional goals

We don't have one.

19) Self-reflection enhances my performance, deepening my understanding of who I am and why I act/react as I do.*

Yes-introspection is a crucial part of my own development.

I'm open to the idea of introspection but am not sure how it relates to my performance.

I'm not comfortable with introspection and/or I see no need for it.

20) The vast majority of your people show up for work energized, excited by what they'll accomplish each day.*

Absolutely.

Most are productive but not necessarily excited and energized.

I don't even know what that looks like.

21) More than 80% of your interactions take place with executives and/or senior staff.*

Yes, there's a lot to discuss.

About 50% of my interactions take place with executives and/or senior staff.

No, I spent much of my time interacting with people at all levels of the organization.

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